Updated
January 8, 2026 6:33 PM
A group of entrepreneurs coming up with different ideas. PHOTO: FREEPIK
If startup success stories usually make you picture cutting-edge tech, you might be missing a big part of the picture. Sometimes, the weirdest ideas shine the brightest, making real money and delighting both founders and customers. From ordinary rocks turned into pets to renting live chickens, these unusual startups show how far creativity and a pinch of humor can go.
If you think the business world is all suits and serious pitches, think again—welcome to the wonderfully weird side of entrepreneurship.
Owning a pet is a joy, but let’s be honest—it’s also a handful. Between shedding fur, endless feeding schedules, surprise messes and finding a sitter when you’re away, pet parenting is not exactly effortless.
Back in 1975, an advertising executive named Gary Dahl found himself joking about this very problem over drinks with friends. His solution for the “perfect” pet: a rock. No feeding, no walking, no grooming and absolutely no accidents on the carpet.
What started as a joke quickly snowballed into a real business. Smooth stones were sourced from Rosarito Beach in Mexico, then packed in playful cardboard “pet carrier” boxes with little air holes and a bed of straw. To make the experience even more cheeky, every Pet Rock came with a care manual that instructed owners to give their new companion sunlight, affection and, of course, a name.
It was absurd and hilarious, but it worked. Selling at US$3.95 apiece in the ’70s, Pet Rocks became a cultural phenomenon. Today, you can still find them on Amazon, but they will now set you back around US$29.99 or more. Would you bring home a Pet Rock? People in the ’70s sure did.
Back in 2013, Phil and Jenn Tompkins a couple duo, launched the company "Rent The Chicken" with one straightforward goal: give people a chance to try raising backyard hens and enjoy fresh eggs without the long-term commitment.
Through partnerships with local farmers across the U.S. and Canada, this backyard chicken rental startup brings egg-laying hens straight to people’s yards. It offers different rental packages, but a standard six-month rental costs around US$500. This usually includes two hens ready to lay within days, a portable coop, feed, food and water dishes and expert support for any chicken-related questions.
The chickens arrive in spring and stay until fall. When the season ends, families can choose to return the hens, extend the rental or even buy them for about US$40 each at the end of the contract.
Today, the company works with partners in 29 states, from Oregon to Texas, and in parts of Canadain p. For people outside those areas, an out-of-area purchase package that comes with three hens can be shipped anywhere in the 48 contiguous states in the U.S. for about US$1,550.
In a way, it’s a fun and hands-on path to food security — giving families the joy of collecting their own eggs and knowing exactly where their breakfast comes from.
By day, Gadlin worked as a full-time web developer for a television broadcasting company. Outside of work, he poured his energy into comedy and writing. That creative streak took him back to high school days, when he had drawn silly cats for a comic series called Silly Cats Comic.
With those doodles as his foundation and a bit of basic design know-how, Gadlin launched his website, “I Want to Draw a Cat For You” in 2011. The concept was as simple as it was funny: visitors would describe the cat of their dreams and Gadlin would personally hand-draw it, then send it their way.
This quirky startup idea landed him on Shark Tank, where he secured an offer of US$25,000 from investor Mark Cuban for a 33% stake in the business. Not bad for stick-figure cats.
When the site first launched, customers could pay extra US$5 for colour. Shipping cost US$1 if they didn’t mind the drawing arriving in a folded envelope, or US$5 for a flat mailer. For delivery within 48 hours, there was a US$19.95 rush fee that many customers were happy to pay.
These days, Gadlin leans more on digital delivery and limited runs of his cat drawings at US$50, rather than mailing every single piece of his art. What he once described as “mediocre cat drawings” has become proof that a simple, original idea can claw its way into the startup world.
Imagine arriving in a new city with no one to show you around. That is exactly the kind of situation where RentAFriend can help.
Launched in 2009 by Scott Rosenbaum, the unusual business was inspired by Japan’s “rental family” services, where people can hire a friend, a date or even a parent for a short period. Rosenbaum saw an opportunity to adapt that concept for North America, but with a focus strictly on platonic friendship.
Here’s how it works: Anyone can sign up as a “friend” for free by creating a profile, listing their interests and setting an hourly rate. People who want to hire pay a membership fee, typically around US$24.95 a month, to connect with friends across the platform.
With a rented friend, you can do pretty much anything platonic. Go sightseeing, hit a museum, catch a game, work out together or even bring them along to a party or family event. At its heart, RentAFriend connects people who need company with those happy to earn a little extra simply by being one.
Back in 2014, in the small town of Norwood, Ontario, Canada, three brothers—Jarrod, Darren and Ryan Goldin, set out to do something that sounded downright bizarre at the time: farm crickets for people to eat.
The idea first struck Jarrod after he saw a cricket-based nutrition bar on television. Around the same time, the UN released a report on edible insects as a sustainable food source. Suddenly, the “weird” idea didn’t seem so weird after all.
At Entomo Farms, crickets are raised in cage-free “cricket condos”, where they live in warm, dark spaces that mimic their natural habitat. They’re fed and cared for until they reach about six or seven weeks old, then humanely harvested using a CO₂ method. From there, they’re rinsed, roasted and ground into a fine powder—no additives, just pure cricket protein.
The appeal goes beyond novelty. Crickets are packed with nutrients and need far less land, feed and water than beef, making them both healthy and eco-friendly.
While their approach may seem unconventional, what drives Entomo Farms is simple: making sustainable, responsible food accessible to everyone.
These startups prove that innovation doesn’t always wear a serious face. Sometimes, it turns up wrapped in humor, curiosity or even a touch of absurdity, yet still manages to spark real change. From crickets turned into protein to chickens rented out by the season, each weird startup idea shows that entrepreneurship thrives when people dare to think differently.
While some of these unusual business ideas burned bright then faded, others are still evolving in the background, shifting from fads to niche services or steady, quiet companies. What they share is a willingness to test an idea most people would dismiss at first glance.
That is the real takeaway for founders. Weird startup ideas will not always scale into unicorns, yet they can test new consumer habits, open up fresh markets and shape culture in surprising ways. If you are building something new, there is space for products that make people laugh, think or raise an eyebrow before they reach for their wallet.
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The new workplace literacy is here, and it’s digital.
Updated
January 8, 2026 6:36 PM
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A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The modern workplace is powered by technology, and success increasingly depends on how well employees can use it. Digital fluency—the ability to confidently and effectively use digital tools to achieve goals—is no longer a bonus skill; it’s a necessity. It goes beyond basic technical know-how, encompassing the ability to adapt to new technologies, integrate them into workflows, and use them to solve problems and drive innovation.
Yet, despite its importance, many organizations struggle to build digital fluency across their teams. Barriers such as limited access to technology, outdated training programs, resistance to change, and gaps in leadership support often stand in the way. These challenges can leave businesses lagging behind competitors who are better prepared to leverage the potential of the digital age.
Understanding and addressing these barriers is critical for creating a workforce that thrives in today’s fast-changing world. Below, we explore the key obstacles to digital fluency and provide actionable strategies to overcome them.
One of the challenges to digital fluency is the gap between the technology available and employees’ ability to use it effectively. Technology evolves rapidly, but many organizations lag behind in providing relevant, up-to-date training. Employees may receive a one-time introduction to new tools but lack ongoing opportunities to build confidence or master advanced features.
This issue is compounded by the fact that training often takes a one-size-fits-all approach, failing to address the diverse skill levels within a workforce. For example, while some employees may only need a basic overview of a tool, others may require in-depth knowledge to integrate it into their roles effectively. Without tailored and continuous training, even the most advanced tools can go under utilized, leading to frustration and resistance.
Even with proper training, employees may hesitate to adopt new technologies. Resistance to change is a deeply rooted challenge that goes beyond technical skills—it’s tied to fear of failure, skepticism about the value of new tools, or discomfort with disrupting existing workflows.
For example, employees who have been using the same systems for years may feel overwhelmed by the idea of learning something new. They may worry that new technologies will complicate their work rather than simplify it. In some cases, they may even feel their jobs are threatened by automation or digital tools.
This resistance isn’t limited to employees—it can also exist at the leadership level. If leaders themselves are hesitant to adopt new approaches, it creates a top-down culture that stifles innovation.
The lack of organizational alignment is another significant barrier. Digital tools often roll out unevenly across departments, leading to fragmented adoption. For instance, one team might embrace a new project management tool, while another continues to rely on spreadsheets. This inconsistency creates silos, disrupts collaboration, and makes it harder for organizations to achieve the full benefits of digital transformation.
Generational differences can further exacerbate this issue. Younger employees, who are often more comfortable with technology, may adopt new tools quickly, while older employees may struggle to keep up. This divide can lead to frustration on both sides and uneven levels of digital proficiency across the organization.
Leadership plays a critical role in driving digital transformation, but in many organizations, this support is inconsistent or absent. Some leaders fail to prioritize digital fluency as a strategic initiative, while others may not fully understand the tools themselves, making it difficult to set an example for their teams.
Without clear direction from leadership, employees may not see digital fluency as a priority. This lack of alignment can lead to half-hearted adoption, where technology is seen as an optional add-on rather than a fundamental part of the organization’s success.
These barriers don’t exist in isolation—they are deeply interconnected. For example, outdated training practices can fuel resistance to change, while fragmented adoption across teams is often a symptom of weak leadership support. Together, they create a cycle that limits an organization’s ability to adapt, innovate, and thrive in a fast-changing world.
Addressing these challenges is critical for building a workforce that is confident, capable, and ready to embrace the future. By breaking down these barriers, organizations can unlock the full potential of their teams and position themselves for long-term success.
Training should not be an afterthought or a one-time event—it must be a continuous and personalized process. Employees come with diverse skill levels, and a one-size-fits-all training program often fails to address these differences. Organizations should adopt a multi-pronged approach to training, offering workshops for hands-on learners, e-learning modules for self-paced learning, and one-on-one coaching for employees who need more targeted support.
For example, companies like AT&T have invested heavily in workforce retraining initiatives, providing employees with a structured path to build digital skills overtime. These programs not only improve employee confidence but also help organizations fully leverage their digital tools.
Moreover, training programs should evolve to keep up with technological advancements. Employees need regular refreshers to stay current, as even the most advanced tools can become obsolete or under utilized without proper guidance. By making training a core part of the organizational culture, companies can empower employees to adapt to new tools with ease and confidence.
Resistance to change is a major barrier to digital fluency, often fueled by employees’ fear of failure or inefficiency when using new tools. To address this, organizations should foster a culture where employees feel safe experimenting with technologies in low-stakes environments, such as “sandbox environments” that allow for practice without affecting real workflows. When employees are encouraged to test new tools and processes in a low-stakes environment, they become more comfortable with technology over time.
Recognizing and rewarding employees who embrace new tools or suggest innovative ways to use them reinforces this mindset. Early adopters can serve as champions for digital fluency, encouraging others to engage with and explore new technologies.
By normalizing experimentation, organizations can shift employees from resisting change to confidently adopting digital tools as opportunities for growth.
To avoid fragmented adoption, organizations must ensure that digital tools are implemented consistently across teams. This requires clear communication, cross-departmental collaboration, and alignment on how tools will be used to achieve shared goals.
Mentorship programs can help bridge generational divides, pairing younger employees with older colleagues to share knowledge and skills.
Leaders play a pivotal role in overcoming barriers to digital fluency. They don’t just drive the adoption of digital tools—they shape how employees perceive and engage with them. When leaders actively embrace technology, they demonstrate its value and set a standard for others to follow.
Leadership involvement must go beyond symbolic gestures. Employees are far more likely to adopt new tools or processes when they see their leaders using them effectively in day-to-day work. For example, a manager who uses a team collaboration platform to streamline communications or leverages data visualization tools in meetings signals the practical benefits of these technologies. This hands-on engagement builds trust and encourages others to follow suit.
Equally important is leaders’ ability to connect digital tools to broader organizational goals. Employees need to understand how these tools contribute to solving real problems, improving workflows, or driving innovation. When leaders clearly communicate the "why" behind digital initiatives, it helps employees see digital fluency as a shared mission rather than an abstract directive.
Digital fluency isn’t just about mastering tools—it’s about creating a workplace where adaptability, curiosity, and collaboration thrive. It’s about empowering employees to see technology not as a hurdle but as an opportunity to innovate, grow, and solve problems in new ways.
At its heart, digital fluency is a shared effort, requiring leaders who inspire, teams that align, and cultures that embrace experimentation and learning. When organizations commit to breaking down barriers—whether through better training, stronger leadership, or fostering collaboration—they unlock the full potential of their people and their tools.
The future belongs to organizations that don’t just adopt technology but embed it into their culture, enabling their teams to thrive in an ever-changing digital landscape. The question now is not whether we can keep up with change, but how far we can go when we embrace it fully.